the world’s top employers might attract top talent with their stellar reputations alone, a bit of extra effort ensures that they bring in the best-fit candidates around. Not simply the brightest!
In 2014, Google received an astounding 75,000 applications for 6,000 job openings, which translates to an 8% hiring rate. These are impressive numbers, and the extreme influx of applications can be largely attributed to the tech giant’s ubiquitous presence. But there’s more to it than that; Google is especially adept at on-boarding top candidates thanks to its unique approach to recruiting and hiring. So how can an HR manager who has struggled to attract candidates emulate Google’s success?
One of the major tenets of Google’s recruitment process is that hiring the right candidate for the position and for the company is paramount – its HR department is not in the business of fitting square pegs into round holes. The company has cultivated a highly distinct working culture, and along with it, they’ve developed a unique metric for the qualities a prospective hire should possess – dubbed “Googleyness.” In order to gauge a candidate’s Googleyness, the company’s hiring department goes above and beyond the standard interview process.
Imagine spending a six-hour layover in Heathrow Airport with a colleague. Would you be able to pass the time together pleasantly, or even productively? Would you have stimulating, engaging conversation? According to Google’s Eric Schmidt, that question forms the basis of the Google interview process: “Would it be time well spent, or would you quickly find yourself rummaging through your carry-on for your tablet so you can read your latest email or the news or anything to avoid having to talk to this dull person?”
Importantly, Google’s hiring team doesn’t discount the importance of intellectual diversity when considering a potential candidate. Schmidt continues:
A person who passes the LAX/Googleyness test has to be someone you could have an interesting conversation with and respect. However, he or she is not necessarily someone you have to like...if this person is your equal (or more) in intellect, creativity, and these factors we call Googleyness, the two of you would still have a provocative conversation, and your company will be better off having the both of you on the same team...a multiplicity of viewpoints – aka diversity – is your best defense against myopia.Along with the LAX test’s measure of “Googleyness,” it also measures general cognitive ability, role-related knowledge, and leadership experience, ensuring that any candidate who is hired possesses a well-rounded skill set along with being a great organisational fit.
Find Your Own Googleyness
Your organisation may never attract a candidate pool as large and qualified as Google’s, but that’s okay! You don’t need a massive army of recruits; you just need one candidate who’s perfect for the open position. Consider the qualities that make your business special, and establish your own special metric – your very own measure of Googleyness.
Since most organisations can’t afford to fly candidates in from around the world like Google, you’ll need another way to vet your candidates while still casting a global net. HR managers should consider using video conferencing technologies as an initial means of gauging whether a candidate is a great fit for their organisation. This method gives candidates the opportunity to represent themselves in the best light, while HR departments can re-watch their recorded responses and share them with others in the organisation. Ensuring that a candidate is the best fit for a job begins with great recruitment and interviewing technology; so make sure you’re using the best.